Developing trust within the workforce is always discussed by the top level management in an enterprise. The question comes why it is required to develop trust within the workforce. Management at all levels of a company is responsible for maintaining trust in the organization. Competence, respect and empathy among within the employees determine organizational trust. Competence, integrity and employee rapport are a few factors that determine organizational trust. Management needs employees to feel that they are valued and company is working integrity in their best welfare.
During the financial deficit, company reduces its loyalty and thus it results in poor morale within the organization. Diminish workforce has equal effect on employees as it brings the feeling of insecurity among employees. This has more devastating effect especially on younger and newer employees who recently watched top- level management get terminated after they had been served the organization for several years. Employees start looking for some firms where they might feel safe and secure. They feel that hard work is not rewarded and feel no further career growth.
When the company reduces its trust, it results in employees’ downturn. Employees are more loyal to the organization and distrustful employees spoil the image of the company. Therefore, it is imperative companies work on building a strong and stable trust within the organization.
Then the question arises how to build trust? Trust is earned when organization respects the hard work and everyone’s interests are valued. Below is the list of some suggestions to follow for maintaining trust for a strong foundation of the company:
At the end, management should define policies and practices that promote trust. The top management leaders should reflect such behavior that builds trust among workforce.